ASSESSMENT OF THE EFFECT OF WELFARE PACKAGE ON EMPLOYEES’ PRODUCTIVITY

Abstract

This study seeks to assess the effect of welfare package on employee’s productivity. The study focuses on some establishment within Bida local government, with descriptive design using survey method. The sampling technique used is multistage of which stratified sampling was used to group the organization into private and public organizations. The probability sampling was used to select fifty (50) respondents from the four organizations. The questionnaire method used to give quantitative information on the respondent, while descriptive and inferential analysis was used to research question and research hypothesis. his study investigates the effect of welfare packages on employee productivity within public organizations in Bida Local Government Area, Niger State, Nigeria. Employing a descriptive research design, the study utilized a combination of primary and secondary data sources. Data were collected through structured questionnaires and oral interviews from a sample of 200 employees across four organizations (both public and private) using multistage sampling techniques. Out of 200 distributed questionnaires, 192 were retrieved and used for the analysis. The findings reveal that employees rated medical benefits and paid leave highly, with mean scores of 3.40 and 3.50, respectively. Performance-based bonuses and financial aid received lower satisfaction scores, reflecting less favourable views. Overall satisfaction with welfare packages had a mean score of 3.21. The study found a positive relationship between welfare packages and productivity, with an overall mean score of 3.41. Enhanced welfare benefits were associated with increased motivation and reduced absenteeism. Sufficient welfare packages improved job satisfaction, morale, and reduced job stress, with a mean score of 3.50. Welfare packages aligned well with organizational objectives, scoring an average of 3.55, and were deemed crucial for organizational success. However, strategies to address low productivity due to inadequate welfare were seen as insufficient, with a mean score of 2.73. Correlation tests supported the hypotheses: a Pearson correlation coefficient of 0.637 (p < 0.01) indicated a strong positive relationship between welfare packages and productivity, and a coefficient of 0.541 (p < 0.01) underscored the link between sufficient welfare packages and organizational development. The study recommends refining and expanding welfare packages to address employee needs, focusing on improvements in transportation allowances, subsidized meals, and educational support, and ensuring better alignment with organizational objectives.